Needs-Based Theories of Motivation

The purpose of this short essay is to compare and contrast McClelland and Herzberg of the needs-based theories of motivation. Basically, the two theories have distinctive similarities with slight variations.   To start with, Herzberg focused mainly on hygiene needs and motivator needs to encourage working employees at their work-environment, by enjoying range of benefits as they could feel valued.   I think Herzberg’s target points were to educate organizational leaders and managers to incorporate the hygiene needs such as company policy, supervision, relationship with supervision, working conditions, relationship with coworkers, salary, personal life, and relationship with subordinates, status, and securing jobs.   He reasoned that organizational managers should layout strategic pathways to meet employees’ needs so that they could be satisfied and if on the contrary, the employees would be dissatisfied.   With high motivation, it meant successful outcomes and satisfaction of an employee.
On the other hand, McClelland pioneered the three basic needs of individual motivation.   These were achievement, affiliation, and power.   The need for achievement was emphasized to achieve and win the targeted goal among the hard-working individuals for their succession.   When it comes to affiliation, McClelland argued the importance of social acceptance and friendship if the working individuals or groups approve their integration and interaction at workplace. As of need for power, McClelland asserted that individual could express control and change of events to have influences over others to satisfy his or her needs.  
I think the two theories are all important in facilitating the organizational business in term of management, but I do prefer McClelland’s theory because it empowers managers to control and influence others in decision-making while promoting individual’s achievement and affiliation among others.